The Interactive Effect of COVID-19 Risk and Hospital Measures on Turnover Intentions of Healthcare Workers: A Time-Lagged Study

Majeed, Mehwish; Irshad, Muhammad; Bartels, Jos

doi:10.3390/ijerph182010705

Cited by 18 publications

(16 citation statements)

References 61 publications

(102 reference statements)

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“…In this study, we explored the mechanism underlying the relationship between risk perception of COVID‐19 and job withdrawal behaviours among nurses in China. The results showed that risk perception was significantly associated with job withdrawal behaviours, which was similar to results from prior studies (Labrague & Los Santos, 2021 ; Majeed et al, 2021 ; Xiong et al, 2021 ). From the perspective of the TMSC, we regarded job withdrawal behaviours as emotion‐focused coping strategies for nurses coping with the stress of COVID‐19.…”

Section: Discussionsupporting

confidence: 90%

“…Therefore, nurses withdraw from jobs to distance and escape risky work environments if they believe that the probability of being infected at work is high (i.e., relevant); the consequences of being infected are severe (i.e., dangerous), and current preventive measures for infection are inadequate (i.e., uncontrollable). Some empirical studies have confirmed that perceived risk of COVID-19 can increase fear and consequently lead to nurses' turnover intention (Majeed, Irshad & Bartels, 2021). The stress of COVID-19 is positively related to job withdrawal among nurses (Xiong et al, 2021).…”

Section: The Relation Between Risk Perception Of Covid-19 and Job Wit...mentioning

confidence: 99%

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Relationship between risk perception of COVID‐19 and job withdrawal among Chinese nurses: The effect of work–family conflict and job autonomy

Yuan

et al. 2022

J Nursing Management

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Aim The aim of this study was to examine the mediating role of work–family conflict and the moderating role of job autonomy on the association between risk perception of COVID‐19 and job withdrawal among Chinese nurses during the initial disease outbreak. Background Nurses' job withdrawal can not only reduce the quality and efficiency of care but also give rise to turnover during the COVID‐19 pandemic. Thus, it is essential to clarify how and when the risk perception of COVID‐19 influences the job withdrawal behaviours of nurses and to provide guidelines for reducing nurses' job withdrawal. Methods A two‐wave study was conducted among 287 Chinese nurses from 11 COVID‐19‐designated hospitals during the initial outbreak of the disease from March through April 2020. Data on the risk perception of COVID‐19, job autonomy and work–family conflict were collected at time 1, and 1 month later, job withdrawal data were collected at time 2. Model 4 and Model 14 from SPSS macro PROCESS were used to test the mediating effect of work–family conflict and the moderating effect of job autonomy, respectively. Results Work–family conflict mediated 60.54% of the relationship between risk perception of COVID‐19 and job withdrawal. Job autonomy positively moderated the relation between work–family conflict and job withdrawal ( β = 0.12, P < 0.01). Conclusion Risk perception of COVID‐19 influenced nurses' job withdrawal through work–family conflict. Job autonomy exaggerated the association between work–family conflict and job withdrawal. Implications for Nursing Management Managers should provide more supportive resources to help nurses cope with the risk of COVID‐19 to decrease work–family conflict and job withdrawal, and they should strengthen supervision over the work processes of nurses.

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Section: Discussionsupporting

confidence: 90%

Section: The Relation Between Risk Perception Of Covid-19 and Job Wit...mentioning

confidence: 99%

Relationship between risk perception of COVID‐19 and job withdrawal among Chinese nurses: The effect of work–family conflict and job autonomy

Yuan

et al. 2022

J Nursing Management

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“…A total of 12 studies revealed a positive correlation or association between fear of COVID-19 and turnover intention. Six quantitative studies used the Fear of COVID-19 Scale (FCV-19S) as an instrument to measure the psychological impact of exposure to COVID-19 on HCWs [ 26 , 36 , 37 , 41 , 42 , 49 ], while one study used the Coronavirus Anxiety Scale (CAS) [ 39 ], with all studies finding a positive correlation between fear of COVID-19 exposure and turnover intention. Two studies from Iran and the United Kingdom also found fear of COVID-19 exposure to be associated with turnover intention through qualitative results [ 64 , 66 ].…”

Section: Resultsmentioning

confidence: 99%

A global overview of healthcare workers’ turnover intention amid COVID-19 pandemic: a systematic review with future directions

et al. 2022

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Background Globally, the health workforce has long suffered from labour shortages. This has been exacerbated by the workload increase caused by the COVID-19 pandemic. Major collapses in healthcare systems across the world during the peak of the pandemic led to calls for strategies to alleviate the increasing job attrition problem within the healthcare sector. This turnover may worsen given the overwhelming pressures experienced by the health workforce during the pandemic, and proactive measures should be taken to retain healthcare workers. This review aims to examine the factors affecting turnover intention among healthcare workers during the COVID-19 pandemic. Methods A mixed studies systematic review was conducted. The PubMed, Embase, Scopus, CINAHL, Web of Science and PsycINFO databases were searched from January 2020 to March 2022. The Joanna Briggs Institute’s Critical Appraisal Tools and the Mixed Methods Appraisal Tool version 2018 were applied by two independent researchers to critically appraise the methodological quality. Findings were synthesised using a convergent integrated approach and categorised thematically. Results Forty-three studies, including 39 quantitative, two qualitative and two mixed methods studies were included in this review. Eighteen were conducted in the Middle East, ten in the Americas, nine in the Asia–Pacific region and six in Europe. Nurses (n = 35) were included in the majority of the studies, while physicians (n = 13), allied health workers (n = 11) and healthcare administrative or management staff (n = 7) were included in a smaller proportion. Five themes emerged from the data synthesis: (1) fear of COVID-19 exposure, (2) psychological responses to stress, (3) socio-demographic characteristics, (4) adverse working conditions, and (5) organisational support. Conclusions A wide range of factors influence healthcare workers’ turnover intention in times of pandemic. Future research should be more focused on specific factors, such as working conditions or burnout, and specific vulnerable groups, including migrant healthcare workers and healthcare profession minorities, to aid policymakers in adopting strategies to support and incentivise them to retain them in their healthcare jobs.

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“…All measures were in English as this is the official language of Pakistan and used the medium for conveying the knowledge in schools and universities. Previous studies have also used English for conducting surveys and administering questionnaires ( Um-e-Rubbab and Naqvi, 2020 ; Irshad et al, 2021a ; Majeed et al, 2021 ).…”

Section: Methodsmentioning

confidence: 99%

Impact of Organizational Dehumanization on Employee Knowledge Hiding

et al. 2022

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Knowledge hiding has become an alarming issue for the organizations. Knowledge hiding is an employee’s intentional attempt to conceal knowledge requested by others at the workplace. Employee knowledge hiding significantly influences an organization’s effective functioning. This research is an attempt to extend previous work on antecedents of knowledge hiding. Drawing on conservation of resources theory, it is proposed that receiving poor treatment by organizations in the form of organizational dehumanization creates psychological distress among employees toward the organization. Distress among workers in turn intervenes the path and increases the likelihood of engaging in knowledge hiding behaviors. An employee’s felt obligation for constructive change (FOCC) may moderate the relationship between organizational dehumanization and employee psychological distress. Data for the current study were collected from 245 employees of the telecommunication sector in three-time lags. The results support the direct and indirect effect of organizational dehumanization on employee knowledge hiding behaviors through the mediation of psychological distress. The results also support the moderation of FOCC between organizational dehumanization and psychological distress. Furthermore, the findings of the study may help organizational practitioners and managers about the value of effective organizational climate and practices for better organizational functioning through knowledge sharing and providing insight into undesirable repercussions of organizational dehumanization. Implications for organizations and practitioners are discussed.

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The Interactive Effect of COVID-19 Risk and Hospital Measures on Turnover Intentions of Healthcare Workers: A Time-Lagged Study

Cited by 18 publications

References 61 publications

Relationship between risk perception of COVID‐19 and job withdrawal among Chinese nurses: The effect of work–family conflict and job autonomy

Relationship between risk perception of COVID‐19 and job withdrawal among Chinese nurses: The effect of work–family conflict and job autonomy

A global overview of healthcare workers’ turnover intention amid COVID-19 pandemic: a systematic review with future directions

Impact of Organizational Dehumanization on Employee Knowledge Hiding

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